Juan Wordlow
Human Resource Management
Job Definition 3
Job Analysis definition 3
Need for Job Analysis 3
Job Description and Analysis 4
Information sources 4
Forms of Job Analysis 5
Analysis regarding revised or new jobs 5
Job Analysis by request 5
Considerations in a Job Analysis 6
References 7
Job Definition
Jobs refer to units of logically work related functions with the same responsibility level and difficulty that needs to be addressed by one or several employees who are similarly qualified (Patricia, 2009).
Job Analysis definition
Job analysis refers to the detailed look in particular job classification or a job. It’s a process which identifies tasks that are performed on a job and skills, abilities, knowledge as well as personal qualities necessary for performing these tasks. Among the crucial aspects of the process is meeting with the subject issue experts with the aim of helping identify major tasks, responsibilities, and skills as well as classification abilities. The experts refer to incumbents, hiring or supervisor manager at first-level, or the employees who were previously in those classifications (Siddique, 2004).
Need for Job Analysis
The result of job analysis is essential to job functions’ identification as well as documentation or classification of the job. It also helps identify the specific job requirements regarding skill, ability, and knowledge necessary for performing those essential functions and tasks (Siddique, 2004). Once conducted, the analysis provides data on specific classification including:
Classification and remuneration
Recruitment
Performance appraisal
Personnel development and training
Human resource planning
Disability accommodation
Thus, the analysis is conducted for obtaining accurate, reliable and current information about the jobs enabling the making of better management and employment decisions that save money and enhance productivity while observing the state and federal laws. Further, the analysis provides the employers with ways of making cost-effective decisions on employment. Also, a selection procedure that is on the basis of a suitable job analysis is designed identifies candidates who are best qualified for the job (Patricia, 2009).
Job Description and Analysis
Job description and job analysis are interrelated. The data that is collected on each of the job through the analysis is then compiled and organized in the Description. Thus, job description’s adequacy largely depends on the obtained information through the job analysis. Also, the significance of the two processes to job evaluation is very much evident. The steps represent starter actions as well constitute input on which evaluation is based. In that view, inaccurate job evaluations often result from errors in Job descriptions’ data. Thus, it is essential to ensure accurate job analysis as well as specification (Burnet, 2007).
Information sources
Forms of Job Analysis
Analysis regarding revised or new jobs
In any organization, work assignment, organizational structure, job responsibilities, and duties can change. Thus, new jobs can be established, and the existing changed resulting from the re-organization. In such instances, there is a need to describe and analyze the new or the revised jobs to ensure effective evaluation (Patricia, 2009).
Job Analysis by request
Initiated by job supervisors
Whenever a fresh job is established by the approval of the organizational duties or structure resulting from significant changes in the existing one, the supervisors’ request for a Job Analysis. In the request, the supervisor outlines the key duties or principle revisions of a new job.
The concerned head of departments reviews requests ensuring that they are valid before forwarding them to HRM department for the necessary actions.
Job Analysis performed by HRM Department
Once the approval request has been received for the job analysis, HRM department. ensures that the new job is in line with the accepted organizational chart, carries out the required job interview analysis and compiles that information to a An analysis form (Rodriguez, Patel and Andrea, 2002).
Considerations in a Job Analysis
When conducting a job analysis as well as filling the necessary form, these basic aspects are considered.
Responsibilities and duties must be in that job, according to its existence in its present but not in accordance to how it ought to be or even thought of. The minimum job requirement must all be sufficient to support a suitable performance of responsibilities and duties.
The facts that are obtained and recorded must all refer to that job.
All the duties must coordinate with the other jobs` duties, below and above, within an organizational unit as well as with the related jobs at other departments.
The facts for the jobs must be well verified to make sure they are factual, realistic and accurate.
In case there is over one incumbent in a job, a single analysis interview is needed.
Every duty must also be analyzed ensure it is crucial to that unit.
The jobs that are alike in difficulty and nature should be put under a similar job title for uniformity while still allowing flexibility in the work assignment.
Whenever a job has over one application, like clerk or secretary, it’s always advisable for one to get the application details in all the different units for adequate coverage (Siddique, 2004).
References
Burnet, J. (2007). An Analysis of employee recognition: Perspective on human resources practices. The International Journal of Human Resource Management, 19, 716-730.
Patricia A. M. (2009). Job Analysis. Alexandria, VA: Society for Human Resource Management.
Rodriguez, D., Patel R. and Andrea, B. (2002). Developing competency models to promote integrated human resource practices. Office of Personnel Management, 41(2), 309-324.
Siddique, C. M. (2004). Job analysis: a strategic human resource management practice. The International Journal of Human Resource Management, 15(1), 219-244.
